Timeout for Leadership-your one-minute leadership idea
Tip Sheet #37
Why do we live by the three strike rule?
Have we taken this strike rule too far? And when did it become the standard for termination?
I started to ponder these two questions recently as a result of a conversation with a colleague when he was contemplating letting a person go. As he described the situation, he painted the picture of a lazy and insubordinate employee with a bad attitude with no tenure or union protection. While we continued talking, he told me that the employee in his mind just received his second strike. The next time something happened, he would terminate him. I was a bit dumbfounded. Why would he want to keep this employee?
I get it. Few people enjoy firing someone. But with this employee, when he earned his second strike, he would have earned his exit from my school. In all likelihood by keeping him you reinforce his poor work behavior and you send the message to other employees that this behavior is acceptable.
I strongly believe in second chances. We all make mistakes and not all mistakes should be fatal. But how far must you go? When it is an attitudinal issue or the failure to follow directions and do what you are told, I think there is little hope for redemption. Cut your losses. Move on. Recognize that you made a hiring mistake and begin the process again. This move sends a much better message to others and I believe will ultimately help and improve the climate and culture of your building.
It is easy to give second and third chances to people that possess a good attitude and a good work ethic. It also helps when that person takes responsibility for their mistake and attempts to learn from it. Hard working, positive people can be coached. With patience, they can become valued contributing employees.
As I was preparing to write this Tip Sheet, Dan Rockwell in his leadership blog (June 17, 2018) spoke of similar issues. He tells us that there should be no second chances for people who do not care and don’t try. He goes on to say that passion, energy, resolve, character and responsible mistake-makers deserve second chances. People need to own their failures. There is little tolerance for excuse makers(Rockwell).
I agree with Rockwell. I have also learned that when you are in doubt, let the person go. Very few people are capable of actually turning it around. In the world of tenure, I would always give the teacher a second year, unless year one was a total disaster. I believe the largest learning curve happens between year one and year two. But after year two, if doubts still exist, cut the cord. Move on.
As those in baseball say, “it is always better to trade a player a year early than a year late.” Each year that you keep an under-performing employee will only make it that much harder to release them when you have to. And sadly, I predict that eventually you will have to let them go. If you allow that person to get tenure, forget it. They will torture you for the rest of your career. Believe me, I have been there and done that!
References
Dan Rockwell, Leadership Freak
